Studies in economic decision-making have demonstrated that individuals appreciate social values supporting equity and disapprove unfairness when distributing goods between two or more parties. However, this seems to critically depend on psychological mechanisms partly pertaining to the ingroup–outgroup distinction. Little is known as to what extent economic bargaining can be manipulated by means of psychological interventions such has hypnosis. Here we show that a hypnotic ingroup versus outgroup suggestion impacts the tolerance of unfairness in an Ultimatum Game. Specifically, (...) the ingroup suggestion was associated with significantly greater acceptance rates of unfair offers than the outgroup suggestion, whereas hypnosis alone exerted only small effects on unfairness tolerance. These findings indicate that psychological interventions such as hypnotic suggestion can contribute to ingroup favoritism and outgroup rejection. (shrink)

I am foregoing the discussant's critical role in favor of a short examination of how one sociologist's imagination is tantalized and irritated by some of the ideas and interconnections of Professor Messick's paper. The question is, when it comes to ingroups and outgroups, why does race matter? Why does sex or gender matter? I will briefly make four points about sociobiology, favoritism toward the ingroup, hostility toward the outgroup, and finally, the conflict theorist's favorite topic - resource allocation.

I am foregoing the discussant's critical role in favor of a short examination of how one sociologist's imagination is tantalized and irritated by some of the ideas and interconnections of Professor Messick's paper. The question is, when it comes to ingroups and outgroups, why does race matter? Why does sex or gender matter? I will briefly make four points about sociobiology, favoritism toward the ingroup, hostility toward the outgroup, and finally, the conflict theorist's favorite topic - resource allocation.

I am foregoing the discussant’s critical role in favor of a short examination of how one sociologist’s imagination is tantalized and irritated by some of the ideas and interconnections of Professor Messick’s paper. The question is, when it comes to ingroups and outgroups, why does race matter? Why does sex or gender matter? I will briefly make four points about sociobiology, favoritism toward the ingroup, hostility toward the outgroup, and finally, the conflict theorist’s favorite topic — resource allocation.

This article uses social dominance theory (SDT) to explore the dynamic and systemic nature of the initiation and maintenance of organizational corruption. Rooted in the definition of organizational corruption as misuse of power or position for personal or organizational gain, this work suggests that organizational corruption is driven by the individual and institutional tendency to structure societies as group-based social hierarchies. SDT describes a series of factors and processes across multiple levels of analysis that systemically contribute to the initiation and (...) maintenance of social hierarchies and associated power inequalities, favoritism, and discrimination. I posit that the same factors and processes also contribute to individuals’ lower awareness of the misuse of power and position within the social hierarchies, leading to the initiation and maintenance of organizational corruption. Specifically, individuals high in social dominance orientation, believing that they belong to superior groups, are likely to be less aware of corruption because of their feeling of entitlement to greater power and their desire to maintain dominance even if that requires exploiting others. Members of subordinate groups are also likely to have lower awareness of corruption if they show more favoritism toward dominant group members to enhance their sense of worth and preserve social order. Institutions contribute to lower awareness of corruption by developing and enforcing structures, norms, and practices that promote informational ambiguity and maximize focus on dominance and promotion. Dynamic coordination among individuals and institutions is ensured through the processes of person-environment fit and legitimizing beliefs, ideologies, or rationalizations. (shrink)

The vast literature on negative treatment of outgroups and favoritism toward ingroups provides many local insights but is largely fragmented, lacking an overarching framework that might provide a unified overview and guide conceptual integration. As a result, it remains unclear where different local perspectives conflict, how they may reinforce one another, and where they leave gaps in our knowledge of the phenomena. Our aim is to start constructing a framework to help remedy this situation. We first identify a few (...) key ideas for creating a theoretical roadmap for this complex territory, namely the principles of etiological functionalism and the dual inheritance theory of human evolution. We show how a “molecular” approach to emotions fits into this picture, and use it to illuminate emotions that shape intergroup relations. Finally, we weave the pieces together into the beginnings of a systematic taxonomy of the emotions involved in social interactions, both hostile and friendly. While it is but a start, we have developed the argument in a way that illustrates how the foundational principles of our proposed framework can be extended to accommodate further cases. (shrink)

This paper serves three specific goals. First, it reports the development of an Indian Asian face set, to serve as a free resource for psychological research. Second, it examines whether the use of pre-tested U.S.-specific norms for stimulus selection or weighting may introduce experimental confounds in studies involving non-U.S. face stimuli and/or non-U.S. participants. Specifically, it examines whether subjective impressions of the face stimuli are culturally dependent, and the extent to which these impressions reflect social stereotypes and ingroup favoritism. (...) Third, the paper investigates whether differences in face familiarity impact accuracy in identifying face ethnicity. To this end, face images drawn from volunteers in India as well as a subset of Caucasian face images from the Chicago Face Database were presented to Indian and U.S. participants, and rated on a range of measures, such as perceived attractiveness, warmth, and social status. Results show significant differences in the overall valence of ratings of ingroup and outgroup faces. In addition, the impression ratings show minor differentiation along two basic stereotype dimensions, competence and trustworthiness, but not warmth. We also find participants to show significantly greater accuracy in correctly identifying the ethnicity of ingroup faces, relative to outgroup faces. This effect is found to be mediated by ingroup-outgroup differences in perceived group typicality of the target faces. Implications for research on intergroup relations in a cross-cultural context are discussed. (shrink)

This paper explores the impact of group affiliation with respect to the on-line processing and appreciation of jokes, using facial electromyography activity and offline evaluations as dependent measures. Two experiments were conducted in which group affiliation varied between the participant and each of two independent speakers whose described political profiles were distinguished through one word: “Right” versus “Left.” Experiment 1 showed that jokes were more highly evaluated and that associated EMG activity was more intense when it was later determined that (...) the speaker was a member of the listener’s ingroup rather than outgroup. In an effort to determine whether these parochial effects can be isolated to ingroup favoritism as opposed to outgroup derogation, Experiment 2 paired a joke-teller described as politically active with one who was described as politically neutral. These more subtle comparisons suggest that the parochial effects observed in our joke understanding paradigm are mediated, at least in part, by the presence of an outgroup member. (shrink)

Given the adverse consequences of destructive leadership at work, we examine leader favoritism prevalent in contemporary organizations. Our study builds on previous research on unethical leadership behaviors and extends social exchange theory by assessing whether leader favoritism contributes to employee psychological withdrawal behavior at work and whether perceived unfairness explains this link, addressing a gap in the literature on this topic. In addition, we investigate the condition of perceived employability to seek whether the influence of perceived unfairness due (...) to leader favoritism on psychological withdrawal behavior at work is strengthened when employees think they can secure alternative employment elsewhere. The study utilizes a two-wave data collection approach to gather responses from 206 front end customer service employees working in the hospitality and tourism firms in the United Arab Emirates (UAE). The study findings offer empirical support for the proposed mediated moderation model. Specifically, the results demonstrate that leader favoritism directly, indirectly (via perceived unfairness), and positively influence employee withdrawal behaviors. This influence is stronger among employees who believe they can easily find alternative employment options. Our findings highlight the relevance of incorporating social exchange theory into the unethical leadership behaviors and withdrawal behaviors literature and provide valuable insights for managers into how to mitigate the practice of leader favoritism because of its adverse consequences on employees' work attitudes and behavior. (shrink)

This paper provides a systematic analysis of how hometown ties, the most common and distinct bases for interpersonal ties to build upon in China, could influence corporate governance in Chinese corporations by focusing on its impact on CEO dismissals and corporate social responsibility. We find that hometown ties between CEOs and board chairs reduce the likelihood of CEO dismissals and that the negative relationship between firm performance and CEO dismissals is weaker for hometown-connected CEOs in locally administered state-owned enterprises, for (...) inside CEOs, for firms located outside board chairs’ hometowns, and for firms operating in regions with low social trust. Moreover, we find consistent evidence that hometown ties affect Chinese firms’ engagement in corporate social responsibility. Our study highlights the important role of hometown ties in Chinese relationship-based corporate governance. It also advances a normative ethical assessment of hometown-based favoritism by highlighting its distinct dynamics and impacts on focal actors and the third parties in specific contexts of actions. (shrink)

People use social categories to perceive and interact with the social world. Different categorizations often share similar cognitive, affective and behavioral features. This leads to a hypothesis of the common representational forms of social categorization. Studies in social categorization often use the terms “ingroup” and “outgroup” without clear conceptualization of the terms. I argue that the ingroup/outgroup distinction should be treated as an elementary relational ego-centric form of social categorization based on specific cognitive mechanisms. Such an abstract relational (...) form should produce specific effects irrespective of the nature of a particular social category. The article discusses theoretical grounds for this hypothesis as well as empirical evidence from behavioral and brain research. It is argued that what is commonly termed as “ingroup” and “outgroup” can be produced by distinct cognitive operations based on similarity assessment and coalitional computation. (shrink)

Democracy may contribute to friendly attitudes and positive attitudes toward outgroups (i.e., outgroup tolerance) because members of democratic societies learn to exercise their rights (i.e., cast a vote) and, in the process, listen to different opinions. Study 1 was a survey study with representative samples from 33 countries (N = 45, 070, 53.6% female) and it showed a positive association between the levels of democracy and outgroup tolerance after controlling for gender, age and the rate of immigrants influx (...) from 2010 to 2013. Study 1 demonstrated that members in countries with higher political participation and civil liberty showed greater tolerance toward immigrants. In Study 2, we conducted an experimental study in Taiwan (N = 93, 67.7% female) to further examine two potential mediators (opinion sharing and voting) of the effect of democratic system on tolerance toward outgroups (i.e., attitudes toward mental patients) after controlling for gender and age. We found that when individuals were allowed to share opinions and vote, they had the highest positive other-oriented emotions toward mental patients, which in turn led to greater tolerance toward outgroups compared to those who were not allowed to share opinions or vote. In general, these results demonstrated that the democratic system plays a critical role in increasing outgroup tolerance. Limitations of the two studies and implications regarding opinion sharing, voting, democratic systems, and effects on outgroup tolerance are discussed. (shrink)

We examine how recruiting managers cope with communal norms and expectations of favoritism during recruitment and selection processes. Combining insights from institutional theory and network research, we develop a communal perspective on favoritism that presents favoritism as a social expectation to be managed. We subsequently hypothesize that the communal ties between job applicants and managers affect the strategies that managers employ to cope with this expectation. We test these ideas using a factorial survey of the effects of (...) clan ties on recruitment and selection processes in Kazakhstan. The results confirm communal ties as antecedents to the strategies managers use to cope with communal favoritism. Surprisingly, the results also show that these coping strategies are relatively decoupled from managers’ recruitment decisions. The findings contribute to favoritism research by drawing attention to the mitigating work of managers in societies in which favoritism is common. (shrink)

The relevance of social norms for understanding appropriate behaviour in context has taken central stage in politeness research in recent years, and particularly in studies of workplace interaction. As an example of this research, this paper explores the way in which a group of nurses interacting with their colleagues negotiates complaints. The data were collected in a ward of a public healthcare institution in New Zealand and consist of audio and video recordings of four roster meetings involving nurses and nurse (...) managers. Instances of nurses’ complaints are explored from an interactional sociolinguistic point of view, allowing the researcher to investigate emergent facework. The findings suggest that multiple ingroup and outgroup memberships, achieved through the dynamic use of personal pronouns, enact preferred politic behaviour for both, transactional and relational goals. In addition, nurses’ convergence in their display of socio-pragmatic norms governing their complaining practices suggests that this group of nurses belongs to the same workplace community. Finally, strong emphasis is placed on the role that complaining plays in the positive presentation of nurses’ identities. (shrink)

The relevance of social norms for understanding appropriate behaviour in context has taken central stage in politeness research in recent years, and particularly in studies of workplace interaction. As an example of this research, this paper explores the way in which a group of nurses interacting with their colleagues negotiates complaints. The data were collected in a ward of a public healthcare institution in New Zealand and consist of audio and video recordings of four roster meetings involving nurses and nurse (...) managers. Instances of nurses’ complaints are explored from an interactional sociolinguistic point of view, allowing the researcher to investigate emergent facework. The findings suggest that multiple ingroup and outgroup memberships, achieved through the dynamic use of personal pronouns, enact preferred politic behaviour for both, transactional and relational goals. In addition, nurses’ convergence in their display of socio-pragmatic norms governing their complaining practices suggests that this group of nurses belongs to the same workplace community. Finally, strong emphasis is placed on the role that complaining plays in the positive presentation of nurses’ identities. (shrink)

We examined how the cultural dimension of universalism–particularism influences managers’ attitudes toward relational favoritism. Paradoxically, we found in a survey study that Brazilian and Chinese managers perceived more negative consequences of relational favoritism than did American managers—even though the Brazilians and the Chinese perceived stronger particularistic cultural norms in their countries than Americans did in the United States. We attribute this pattern of results to “cultural reflexivity”—the ability of people from transforming economies to be culturally self-critical during a (...) period of dramatic societal change. This pattern of results also emerged in a scenario study in which we asked these same Brazilian, Chinese, and American participants to assess managerial succession decisions made by a General Manager. We varied the scenarios so that the promoted manager was either a colleague with no pre-existing relation with the GM or a colleague who was a relative, a close friend, from the same town, or from the same school. Consistent with the results of the survey study, we found that perceived cultural norms of particularism were negatively related to perceptions of fairness. In other words, Brazilians and Chinese, even while living in more particularistic cultures, were more harsh in judging relational favoritism. We conclude with a discussion on the implications of these paradoxical relationships. (shrink)

Women’s underrepresentation in science, technology, engineering, and mathematics (STEM) is related to the hierarchical social structure of gender relations in these fields. However, interventions to increase women’s participation have focused primarily on women’s interests rather than on STEM managers’ hiring practices. In this research, we examine STEM hiring practices, explore the implicit bias in criteria used by STEM managers, and suggest possible corrective solutions. Using an experimental design with 213 men and women STEM managers, we show that when evaluating a (...) female candidate, women and men STEM managers apply differential selection criteria, with men demonstrating implicit in-group gender favoritism in their hiring decisions. Specifically, the ability to work long hours was a more important criterion for male managers when evaluating a female candidate, forming an implicit gender bias, whereas female managers gave greater importance to problem-solving ability, a more gender-equal criterion. Adding a personal note to the curriculum vitae stating that the candidate had hired a full-time nanny was useful in decreasing the importance of the ability to work long hours criterion for men managers. We suggest individual and institutional interventions to reduce this bias, as a path to increasing women’s participation in STEM. (shrink)

Islamic moderateness is said to be one of the key factors that contribute to the promotion of peace in Muslim societies. We present an empirical study conducted in Indonesia that assessed Islamic political moderateness and examined its role in explaining Muslims’ tolerance towards non-Muslims, as well as the first group’s support for making reconciliation with the latter group. We found as hypothesised that Islamic political moderateness was a positive predictor of outgroup tolerance, because of the role it had in (...) positively predicting the sense of national identity as a higher order identity vis-à-vis Islamic identity. Outgroup tolerance positively predicted and, in turn, fully mediated the positive association between Islamic political moderateness and Muslims’ reconciliatory tendencies, including feelings of collective guilt and shame, intergroup trust and perspective-taking, intergroup cooperation, willingness to apologise, as well as support for intergroup empowerment and reparative actions. These findings suggest the benefit of Islamic political moderateness to drive Muslims to appreciate the existence of non-Muslims. We discuss these empirical findings in terms of theoretical implications, research limitations and practical implications. (shrink)

Research into second language teacher identity has experienced a shift in recent years from a cognitive perspective to social constructionist orientation. The existing research in Chinese language literature in relation to Foreign Language teachers’ identity shift is principally in relation to the change of social, cultural, and institutional contexts. Built on the current literature, this research asks: “How might teachers’ self-images or self-conceptualizations be renegotiated when they are located within their own mainstream cultural and educational system, yet comprised of students (...) from various cultural backgrounds?” The data were collected from a group of CFL teachers in a South China university. The research found that students’ backgrounds largely impacted on, and led to, the teachers’ dichotomous relational identities, but did not dramatically change the teachers’ perception on what or how much subject knowledge to be possessed to make an ideal CFL teacher. This attribute of their identity was sustained even though the teaching content was modified at a practical level in response to groups’ differences. Further, the CFL teachers’ pedagogical identity remained stable with only minor modifications when teaching “ingroups” and “outgroups” of students. (shrink)

Based on real-life intergroup animosities originating from a historical conflict, the current study examined how the perceived stance of the outgroup about the conflict affects the dehumanization of the outgroup. In Study 1, Korean undergraduates attributed more human nature to the Japanese after reading an article that the Japanese government did issue an official apology for a historical wrong. In turn, the more human nature assigned to the Japanese predicted higher expectations about positive mutual relations in the future. (...) Similarly, in Study 2, Japanese undergraduates attributed more human uniqueness to Koreans after reading an article that an official apology for a historical wrong from Japan was accepted by Koreans. The higher the perceived human uniqueness of Koreans was, the higher were the willingness to help and the expectations of a positive relationship in the future. The findings demonstrate how mutual dehumanization can be reduced as a result of the other side’s reconciliatory stances and can further contribute to improving intergroup relations. (shrink)

As teams of people increasingly incorporate robot members, it is essential to consider how a robot's actions may influence the team's social dynamics and interactions. In this work, we investigated the effects of verbal support from a robot on human team members' interactions related to psychological safety and inclusion. We conducted a between-subjects experiment where the robot team member either gave verbal support or did not give verbal support to the human team members of a human-robot team comprised of 2 (...) human ingroup members, 1 human outgroup member, and 1 robot. We found that targeted support from the robot had a positive effect on outgroup members, who increased their verbal participation after receiving targeted support from the robot. When comparing groups that did and did not have verbal support from the robot, we found that outgroup members received fewer verbal backchannels from ingroup members if their group had robot verbal support. These results suggest that verbal support from a robot may have some direct benefits to outgroup members but may also reduce the obligation ingroup members feel to support the verbal contributions of outgroup members. (shrink)

Nostalgia is a fond longing for the past that has been shown to increase feelings of meaning, social connectedness, and self-continuity. Although nostalgia for personal memories provides intra- and interpersonal benefits, there may be negative consequences of group-based nostalgia on the perception and acceptance of others. The presented research examined national nostalgia, and its effects on group identification and political attitudes in the United States. In a sample of US voters, tendencies to feel personal and national nostalgia are associated with (...) markedly different emotional and attitudinal profiles. Higher levels of national nostalgia predicted both positive attitudes toward President Trump and racial prejudice, though there was no evidence of such relationships with personal nostalgia. National nostalgia most strongly predicted positive attitudes toward president Trump among those high in racial prejudice. Furthermore, nostalgia's positive relationship with racial prejudice was partially mediated by perceived outgroup threat. Results from this study will help us better understand how the experience of national nostalgia can influence attitudes and motivate political behavior. (shrink)

Riassunto: In letteratura è nota la tendenza delle persone a punire i comportamenti sleali, anche nel caso in cui tali comportamenti non li riguardino direttamente, e tale punizione possa implicare un costo personale. Sono stati individuati differenti comportamenti di punizione: la punizione altruistica, la punizione di comportamenti sleali ; l’altruismo parrocchiale, la tendenza attraverso la punizione a proteggere e favorire, anche senza alcun guadagno personale, i membri del proprio gruppo a scapito di quelli di altri gruppi, e la punizione antisociale, (...) la punizione a proprio costo di comportamenti di tipo leale, cooperativo. Recentemente l’interesse scientifico nell’ambito delle neuroscienze si è orientato sui processi neuronali coinvolti nei comportamenti di cooperazione e punizione modulati dai propri o differenti contesti di appartenenza di gruppo. Studi recenti hanno indagato non soltanto le differenze comportamentali, ma anche i correlati neurali sottostanti i processi di punizione di comportamenti sleali, che possono violare la cooperazione nei diversi contesti di gruppo. Studi comportamentali mostrano come la punizione di un comportamento sleale si verifichi in differenti contesti di gruppo. Recenti ricerche relative ai correlati neurali evidenziano, durante questo tipo di comportamento, il reclutamento delle aree del reward, del sistema della gratificazione. Esso, quindi, potrebbe rivestire un ruolo centrale nella motivazione e gratificazione della punizione di un comportamento sleale. Parole chiave: Punizione altruistica; Altruismo parrocchiale; Punizione antisociale; Contesti Ingroup e Outgroup; fMRI Punishment and Cooperation in Ingroup and Outgroup Context: The tendency of people to punish unfair behavior, even when this behavior does not directly affect them, or the punishment implies a personal cost, has been reported in the literature. Different types of punishment have been identified: altruistic punishment, the punishment of unfair behaviour; parochial altruism, the tendency to use punishment to protect and favor members of one’s group at the expense of members of other groups, even when it involves no personal gain; and anti-social punishment, punishment of loyal or cooperative behaviors which entails a personal cost. Recently, research in neuroscience has focused on how neuronal processes involved in cooperation and punishment behaviors may be modulated across different personal and group membership contexts. Recent studies have investigated not only behavioral differences, but also the neural correlates of punishing unfair behaviors, which may violate the principle of cooperation in certain group contexts. Behavioral studies show how the punishment of unfair behavior occurs in different group settings. Recent research into the neural correlates of punishment shows the recruitment of the reward areas and the gratification system, suggesting these play a central role in motivation and gratification for punishment of unfair behavior. Keywords: Altruistic Punishment; Parochial Altruism; Antisocial Punishment; Ingroup and Outgroup Settings; fMRI. (shrink)

Previous examinations of the scope of moral concern have focused on aggregate attributions of moral worth. However, because trade‐offs exist in valuing different kinds of entities, tabulating total amounts of moral expansiveness may conceal significant individual differences in the relative proportions of moral valuation ascribed to various entities. We hypothesized that some individuals (“tree‐huggers”) would ascribe greater moral worth to animals and ecosystems than to humans from marginalized or stigmatized groups, while others (“human‐lovers”) would ascribe greater moral worth to (...) class='Hi'>outgroup members than to the natural world. Additionally, because moral valuation is often treated as being zero‐sum, we hypothesized that there would be no difference in aggregate levels of moral concern between tree‐huggers and human‐lovers. Finally, because attributions of mental capacities substantially contribute to moral valuation, we predicted that tree‐huggers and human‐lovers would show different patterns of mind attribution for animals versus humans. Three studies (N = 985) yielded evidence in support of our hypotheses. First, over one‐third of participants valued nature over outgroups. Second, extending moral value to animals and nature was not indicative of more expansive moral concern overall; instead, tree‐huggers and human‐lovers were identical in their aggregate ascriptions of moral worth. Third, tree‐huggers had relatively amplified tendencies to attribute mental capacities to animals and relatively reduced tendencies to attribute mental capacities to outgroup members—thus having elevated rates of both anthropomorphism and dehumanization. These findings necessitate a reconceptualization of both the extension of moral worth and the attribution of minds. (shrink)

Emotion expressions of outgroup members inform judgements and prompt affective responses in observers, shaping intergroup relations. However, in the context of political group conflicts, emotions are not always directly observed in face-to-face interactions. Instead, they are frequently linguistically ascribed to particular actors or groups. Examples of such emotion ascriptions are found, among others, in media reports and political campaign messaging. For instance, anger and fear are frequently evoked in connection with and ascribed to right-wing populist groups. Yet not much (...) is known about the specific effects that ascriptions of discrete emotions to outgroups can have on intergroup relations. With this pre-registered study, we contribute to bridging this gap by analysing the effects of ascriptions of anger and fear to a right-wing populist outgroup. In an online survey experiment, administered to a sample of the German general population (N = 3500), we manipulated the emotions ascribed to these outgroups using brief vignettes. Our findings suggest that ascriptions of anger to right-wing populist outgroups increase reactive anger in observers, whereas ascriptions of fear reduce anger as well as contempt towards populists. Effects of ascribed emotions on stereotype content and action tendencies could not be identified. (shrink)

The current study explores how the cultural distance of ethnic outgroups relative to the ethnic ingroup is related to stereotypical news representations. It does so by drawing on a sample of more than three million Dutch newspaper articles and uses advanced methods of automated content analysis, namely word embeddings. The results show that distant ethnic outgroup members (i. e., Moroccans) are associated with negative characteristics and issues, while this is not the case for close ethnic outgroup members (i. (...) e., Belgians). The current study demonstrates the usefulness of word embeddings as a tool to study subtle aspects of ethnic bias in mass-mediated content. (shrink)

Dehumanization is observed in adults across cultures and is thought to motivate human violence. The age of its first expression remains largely untested. This research demonstrates that diverse representations of humanness, including a novel one, readily elicit blatant dehumanization in adults (_N_ = 482) and children (aged 5–12; _N_ = 150). Dehumanizing responses in both age groups are associated with support for outgroup inferiority. Similar to the link previously observed in adults, dehumanization by children is associated with a willingness (...) to punish outgroup transgressors. These findings suggest that exposure to cultural norms throughout adolescence and adulthood are not required for the development of outgroup dehumanization. (shrink)

Social acceptance is assumed to have widespread positive effects on the recipient; however, ethnic/racial minorities often react negatively to social acceptance by White individuals. One possibility for such reactions might be their lack of trust in the genuineness of White individuals’ positive evaluations. Here, we examined the role that oxytocin—a neuropeptide putatively linked to social processes—plays in modulating reactions to acceptance or rejection during interracial interactions. Black participants received intranasal oxytocin or placebo and interacted with a White, same-sex stranger who (...) provided positive or negative social feedback. After positive feedback, participants given oxytocin tended to display approach-oriented cardiovascular responses of challenge, exhibited more cooperative behavior, and perceived the partner to have more favorable attitudes toward them after the interaction. Following negative feedback, oxytocin reduced anger suppression. Oxytocin did not modulate testosterone reactivity directly, but our exploratory analysis showed that the less participants suppressed anger during the interaction with their partner, the greater testosterone reactivity they displayed after the interaction. These results survived the correction for multiple testing with a false discovery rate of 20%, but not with a rate of 10 or 5%. Discussion centers on the interplay between oxytocin and social context in shaping interracial interactions. (shrink)

The aim of this research was to examine the impact of two specific negative emotions of anger and fear on intergroup attitudes. In Study 1 we measured emotions of anger and fear and in Study 2 we evoked these emotions incidentally, that is independently of any intergroup context. In both studies we measured attitudes towards the ingroup and the outgroup.We expected that fear would lead to more positive ingroup attitudes and anger to more negative outgroup attitudes. The results (...) of the correlational study confirmed the predictions regarding anger and decreased outgroup evaluations, and the experimental study revealed that fear enhanced positivity towards the ingroup, but anger increased negativity towards the outgroup. The impact of fear and anger on social attitudes in the specific context of a negatively self-stereotyped ingroup is discussed. (shrink)

Business Ethics: A European Review, EarlyView.

We animals have evolved a variety of mechanisms to avoid conspecifics who might be infected. It is currently unclear whether and why this “behavioral immune system” targets unfamiliar individuals more than familiar ones. Here I answer this question in humans, using publicly available data of a recent study on 1969 participants from India and 1615 from the USA. The apparent health of a male stranger, as estimated from his face, and the comfort with contact with him were a direct function (...) of his similarity to the men in the local community. This held true regardless of whether the face carried overt signs of infection. I conclude that our behavioral immune system is finely tuned to degrees of outgroupness — and that cues of outgroupness are partly processed as cues of infectiousness. These findings, which were consistent across the two cultures, support the notion that the pathogens of strangers are perceived as more dangerous. (shrink)

The book, Against Fairness, by philosopher Stephen T. Asma is reviewed. Concepts of favoritism and justice are explored.